Workplace Discrimination or Harassment Sample Clauses

Workplace Discrimination or Harassment. 17.10.1 The Parties mutually agree that they do not tolerate workplace discrimination or harassment, including, without limitation, sexual harassment, committed by any person within their organization, including, without limitation, an owner, manager, employee or independent contractor, or by any person outside their organization, including, without limitation, a customer, client, vendor, contractor, consultant, or other person that does business with the organization (each a “Representative”). Any form of workplace discrimination or harassment, including sexual harassment, which violates federal, state or local law, including, but not limited to, discrimination or harassment based on an individual’s race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, or national origin, or any other protected status in accordance with the requirements of all federal, state and local laws is a violation of this Section. Affiliate shall adopt and implement written policies and procedures prohibiting workplace discrimination or harassment. In the event the Affiliate becomes aware of a violation of this Section, Affiliate shall notify the Operator informing Operator that a Representative is not adhering to the anti-discrimination/anti- harassment policy of the Parties. Operator shall investigate such allegation, and in the event the Operator determines such Representative is not adhering to the anti-discrimination/anti-harassment policy of the Affiliate, the Operator may terminate this Agreement with immediate effect.
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Workplace Discrimination or Harassment. The Parties mutually agree that they do not tolerate workplace discrimination or harassment, including, without limitation, sexual harassment, committed by any person within their organization, including, without limitation, an owner, manager, employee or independent contractor, or by any person outside their organization, including, without limitation, a customer, client, vendor, contractor, consultant, or other person that does business with the organization (each a “Representative”). Any form of workplace discrimination or harassment, including sexual harassment, which violates federal, state or local law, including, but not limited to, discrimination or harassment based on an individual’s race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, or national origin, or any other protected status in accordance with the requirements of all federal, state and local laws is a violation of this Section. Each Party shall adopt and implement written policies and procedures prohibiting workplace discrimination or harassment. In the event a Party becomes aware of a violation of this Section, such Party (the “Notifying Party”) shall notify the other Party (the “Recipient Party”) informing them that a Representative is not adhering to the anti-discrimination/anti-harassment policy of the Parties. The Recipient Party shall investigate such allegation, and in the event the Recipient Party determines such Representative is not adhering to the anti-discrimination/anti-harassment policy of the Parties, the Recipient Party shall resolve such allegation in accordance with the Recipient Party’s internal policies and procedures prohibiting workplace discrimination or harassment. Each Party shall indemnify and defend the other Party, its parents, subsidiaries, affiliates, agents and employees from and against any and all claims, fines or damages of any kind resulting from such Party’s failure to comply with the provisions of this Section. Notwithstanding anything contained herein to the contrary, a Recipient Party’s repeated failure to comply with the terms of this Section after written notice by the Notifying Party and reasonable opportunity to cure may be deemed, in the Notifying Party’s sole discretion, a material breach hereunder.
Sample 1

Related to Workplace Discrimination or Harassment

  • NO DISCRIMINATION OR HARASSMENT (a) There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, marital status, family status, mental or physical disability, conviction for which a pardon has been granted or membership or activity in the Professional Institute.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • NO DISCRIMINATION/NO HARASSMENT 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.

  • NON-DISCRIMINATION/HARASSMENT 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

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